At Venterra Realty Management Company, 94 percent of employees say their workplace is great.



This review is based on 255 employee surveys, with a 90% confidence level and a margin of error of ± 3.06. It was published on Jul 25, 2017. 4890 Visitors

What Employees Say

Management is competent at running the business.
I'm proud to tell others I work here.
Our facilities contribute to a good working environment.
Management is honest and ethical in its business practices.
I can be myself around here.

What They Do

We asked Venterra Realty Management Company to explain what they do. Here is what they had to say.

Venterra owns 51 apartment communities in twelve US cities, home to more than 26,000 residents and 12,000 pets. We are passionately committed to delivering amazing customer experiences, improving the lives of our employees, and bettering the communities that surround us.  

About this Company

Website: Industry: Construction & Real Estate
US Headquarters: Houston, Texas, 77040 US Sites: 52
Major Locations: Atlanta, Georgia; Dallas, Texas; Austin, Texas; San Antonio, Texas; Fort Worth, Texas; Tampa, Florida; Orlando, Florida; Jacksonville, Florida; Nashville, Tennessee; Raleigh, North Carolina US Employees: 429
US Revenues: $194.4 million Corporate Structure: Private
Founded: 2001

Venterra Realty Management Company has been awarded:

Best Workplaces in Texas 2018 (ranked 2)

Best Medium Workplaces 2017 (ranked 48)

Best Medium Workplaces 2016 (ranked 67)

Our team at Park 9 thinks that Venterra is the best place to work EVER!

Perks and Programs

We asked Venterra Realty Management Company to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • WOW: Our “WOW” programs demonstrate our commitment to delivering amazing employee and customer experiences. We have a $200,000 annual budget to empower employees to create personalized and meaningful “WOW” moments for our 26,000 residents. Separately, managers have a $50,000 budget to show appreciation to our 429 employees. Whether it’s surprising a resident with airline tickets for a family trip or purchasing a bicycle for an employee who was walking to work, we encourage our team members to make a difference in the lives of others. We provide rewards to employees for stories “liked” by leaders and with our annual grand prizes. Employee and resident “WOW” stories from 2016 are highlighted in the 8th edition of our WOW Matters book available for purchase on Amazon.
  • Venterra Cares: As a company built on a culture of caring for others, making a positive difference in the world is something that truly matters to us. Our Venterra Cares program provides employees with a paid day off each year to volunteer how they see fit. To help our employees locate volunteer opportunities that inspire them, we partnered with, the leading organization devoted to connecting volunteers with agencies in need. Our volunteer paid day off combined with makes it easy for our employees to volunteer and support our desire to continuously improve the communities around us. We have also raised more than $200,000 for Susan G. Komen, and we participate and donate to organizations including Toys for Tots, Habitat for Humanity, and Feeding America.
  • Life's Moments: We ensure employees enjoy the things that truly matter in life, so managers are empowered to provide them time off when they need it. Whether an employee wants to spend time with an ill family member or attend a child’s sporting event, our managers are expected to find ways to make this happen. Often this can be made possible by teammates simply helping out, but when that is not possible, managers use temporary staffing. In addition, our employees enjoy their birthdays off and additional paid days off during Christmas, New Year’s, Easter, and Thanksgiving to celebrate with family. We also provide employees with a free fully-furnished Orlando apartment so they can enjoy a memorable Disney vacation.
  • Better Living: The Better Living program encourages employees to set personal or professional goals through our Better Living website. Employees can track their goal progress, celebrate milestones along the way, and cheer on fellow employees in making their goals a reality. Whether it’s living healthier, spending more time with family, or giving back to the community, the program has made a real impact in the lives of our team members. In 2016, over 150 goals were accomplished by employees which we celebrated by rewarding over $10,000 in prizes and incentives throughout the year. In addition to providing participants with prizes for accomplishing monthly challenges, we recognize an annual “Better Living Champion” and reward them with a $2,000 grand prize to celebrate their success.
  • Better Way: Through the Better Way program our employees can pose any question directly to our COO and Senior Management Team and receive an answer within 15 days. This program encourages our employees to submit ideas to improve the organization or make life better for our residents or team members. Gathering feedback allows us to drive innovation by involving all employees in our goal of “getting better, faster.” In 2016, we had more than 700 submissions, and since 2011, we have had over 3,000 total Better Way submissions and awarded more than $60,000 to employees for their creative ideas. In 2017, our residents will be able to submit their ideas on how we can make their living experience even better.
  • Employee Discounts: We recognize that every dollar an employee can save is one that they can instead spend on something that matters to them. With this in mind, we offer a 20% rent discount to employees living at our communities: a savings of up to $450/month or $5,400/year. In addition, we have worked hard with our business partners to offer our employees discounts across a broad range of services. Our employees can save significant money on gym memberships, phone and cable services, tickets for entertainment activities such as movies and Disney theme parks, and purchases at leading retailers such as Home Depot, Sherwin-Williams, and GE. There’s no shortage of ways Venterra employees can save on every day expenses.
  • Annual Awards Celebration: Celebrating our success happens throughout the year, but our annual Employee Awards Celebration is the biggest event of the year. Our offices are closed for the day, allowing employees to have fun and recognize excellence. Team and individual successes are recognized including awarding $6,000 for our annual grand prize Better Way, WOW, and Better Living program winners, recognizing top performers by position regionally and nationally, and celebrating employees who became part of our Million Dollar and High Achievers clubs. Accomplishments resulted in over $32,000 of employee rewards. In addition, our CEO and COO speak to our employees about our values, employee achievements, and discuss strategic plans. Our 50's themed 2017 event was a blast from the past and a definite crowd pleaser!
  • A Better Way of Learning: A full 75% of our corporate and regional leadership positions are held by individuals promoted from within the company. Our employer promise to “strive to promote from within” is at the core of our multi-faceted training program. In addition to one-on-one instruction, the program includes role-specific online courses, Employee and Customer Experience courses, the Venterra Book Club, and our Educational Assistance Program, which provides upfront funding for learning outside the organization. Our annual Venterra Leadership Conference helps inspire managers through speeches from our executive team and motivational speakers. To facilitate a smooth onboarding process, our Mentor Program matches new hires with an experienced peer who can answer questions and provide guidance from day one.
  • Fun Committee: We can thank our “Fun Ninjas” who make up our “Fun Committee” for helping us keep our employer promise to “make time to have fun and celebrate success.” This group of employees, gathered from all levels, are responsible for making sure our teams keep fun on the brain every day. They’ve rolled out initiatives that have included themed “Fun Fridays,” “Take Your Dog to Work” days, money-winning talent, costume, and sports contests, and even a company Spotify music playlist called “Venterra Rocks,” comprised of fun music we’ve used over the years. Our “Fun Committee” presents annual awards to the teams who stood out and the leaders who fostered a culture of working hard while also making time to have fun and celebrate success.
  • Yammer: A platform similar to Facebook, Yammer is our go-to tool for social collaboration. The network allows employees to chat, comment, post, and follow the social groups that matter most to them. Management can “praise” teams and individuals for their accomplishments within the company on the platform, helping ensure employees are recognized where due. With groups that range from “Travel Lovers” to “Good Reads” to those geared towards specific company projects, Yammer allows our employees to get engaged in a unique and hands-on way, and opens the door for dialogue in a big way. A full 78% of employees were engaged on the network last year, and we had more than 11,000 posts and comments come in across a wide range of topics.


$35,300 Average salary and additional cash compensation for Better Living Consultant $67,400 Average salary and additional cash compensation for Community Manager
50% Match of employee’s 401(k)/403b contribution up to 5% of salary85% Company-paid health coverage for employees (for 96)
65% Company-paid health coverage for dependents (for 96) $1,300 Average Tuition Reimbursement
Our Better Living Champion was awarded $2000 at our 1950's themed


23 days Paid time off after one year of full-time employment 2 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment


  • Flexible schedule (15% use it)
  • Telecommute option (9% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Free snacks and beverages, on-site mailing/package service, fitness centers, UBER Central transportation service, discounted apartment rentals)


60 days Job-protected maternity leave (including FMLA/STD) 54 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)60 days Job-protected parental leave for adoptive parents (including FMLA)


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

8 hours Paid time off to volunteer $42,782 Philanthropic donations in last year
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Speakers of English as a second language

Leadership Diversity


Workforce Diversity

The Valencia Team went all out with costumes and decorations in celebration of Dia de los Muertos


Our Experience Leaders weren't afraid to

How to Get Hired

We asked Venterra Realty Management Company for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Building a values-based culture has been a focus from the day Venterra was formed. Creating an amazing culture requires hiring only those who exemplify and live our values: Honesty and Integrity, Humility, Never Ending Pursuit of Excellence, Team First, Candor and Openness, and Unparalleled Service Excellence.  We believe a candidate will be a great fit for our company if they possess these values.  While we understand the importance of setting people up for success, we have always said that values alignment takes priority over technical skills.  We can train technical skills but we cannot train the values.  To assess culture fit we have implemented a culture fit assessment into our recruiting efforts, and we assess candidate interactions with future co-workers and reactions to live situations by moving the interview out of the boardroom and into the field.  We also discuss the importance of our core values with every candidate. 

What can prospective employees do to get your attention?

Our in-depth training provides employees with the skills they need to be successful in their role, but our recruiting and interviewing process is responsible for ensuring they’re a fit for our culture. A combination of techniques that include candidate testing, video screening over Skype, “out of the office” interviews, lunches with prospective team members, and an objective culture fit assessment that incorporates input from multiple managers allow candidates to display the traits that are most correlated to success on our team. The prospective employees who aren’t afraid to show us what genuinely motivates them are the ones that get our attention. We’re looking for candid, passionate, innovative, and caring individuals with a drive for truly making a difference in the lives of others. And of course, we are looking for employees that we believe are aligned with our core values and exemplify them in their everyday personal and professional lives.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

The world has changed so much in the last few years.  The acceleration of how much technology is impacting business is breathtaking. Recognizing this, we must hire individuals who embrace technology to ensure our long-term competitiveness.  In the next year, we are focused on recruiting prospective employees who possess and have a desire to advance their technology skills. The skills we are focused on cover a broad spectrum including social media, collaborative tools such as Google Sheets, Office 365, Skype for Business, advanced Excel skills, WordPress, open source machine learning languages, and the ability to program using SQL.  While we are first a Real Estate company, it is important to recognize that every company must think more like a software company, and to do so, we need to have employees that can embrace this philosophy.    

What should interested candidates do to find out more and get started?

Candidates interested in a career with Venterra are encouraged to read up on our biggest strengths and weaknesses according to the people who know us best. The anonymous reviews from our employees and candidates on Glassdoor ( can help potential applicants ensure we’re the right fit for them and vice versa. Before applying from our website ( candidates should also take the time to review our employee perks, check out all the resident and employee WOW moments that we’ve created by virtually flipping through our WOW Book (,) and sign up for our blog, “The Venterra Skinny,” for an ongoing and in-depth look at life working at Venterra. For even more engagement, candidates should connect with us on Facebook, Twitter, LinkedIn, Instagram, and YouTube.

hiring Outlook

137 Forecasted positions to fill in coming year 9% Job Growth
71 Average applicants per opening 14,391 Total job applicants
30% New hires by employee referrals 42% Openings filled by current employees
8 Recent graduates hired 22% Voluntary turnover for full-time employees
18% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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